• If you are a new employee, you must complete an Affidavit of Common Law Marriage or an Affidavit of Domestic Partnership and upload it when completing a life event in Benefits Self-Service. For new hires that claim common law marriage or domestic partnership, the effective date will be when the employee is eligible for coverage.
• If you are currently enrolled in a health and/or dental plan and have a partner who meets the criteria midyear, you must complete the appropriate Affidavit and upload it when completing a life event in Benefits Self-Service. For current employees, the effective date for coverage will be the first of the month following the employee's signature on the affidavit.
• The Affidavit and the Benefits Self-Service request must be signed within 30 days of each other.

2A: The common law spouse or domestic partner and any of their dependents will not be eligible for coverage until the requests are completed.

3A: Yes, a domestic partner can be added once an employee has retired as long as retiree coverage is continued under one of the university's comprehensive health or dental plans.

4A: Children of a common law spouse or domestic partner are eligible if they meet the definition of an eligible dependent. An eligible, dependent child can be your or your partner's natural child; a legally adopted child or a child placed with you for adoption; or a child for whom you have a legal obligation to provide health insurance. Dependent children must meet the following requirements:

• The child is not married and either under the age of 26 and resides in the state of Iowa or a full-time student; or
• The child is totally and permanently disabled, either physically or mentally. If this is the case, the disability must have existed before the child was age 26, and the dependent must have had continuous health care coverage with the carrier of choice since, on, or before that birthday.

5A: The University offers employees the ability to insure a domestic partner under their employee health, dental, vision insurance, flexible spending account and/or voluntary term life.

6A: A summary of health and dental insurance benefits, as well as coverage manuals, are available on the Human Resource Services benefits webpage. In addition, you will receive an ID card from your insurance company once you become enrolled. Where legally possible, eligibility and enrollment procedures for a domestic partner and their dependents, if any, will be the same as for spouses or dependents of any other covered employees.

7A: Your information will be sent to the insurance carrier(s) you selected. New ID cards may be issued.

• If you are currently enrolled in a health and/or dental plan and have a domestic partner who meets the criteria midyear, the effective date for coverage will be the first of the month following the date you signed the insurance applications.
• If you are a new employee claiming domestic partnership or common law marriage, the effective date will be when you are eligible for coverage.

8A: Yes. Enrollment information for all University employees is confidential. Employees with domestic partners will have the same protections. A copy of the affidavit will be kept in the employee's confidential file only.

9A: Under federal tax law, if your domestic partner does not qualify as a tax dependent, then the portion of the premiums the University pays for the coverage of the domestic partner will be included in the employee's gross income, subject to federal income tax withholding and employment taxes, and will be reported on their Form W-2, "Wage and Tax Statement." The employee also will not be able to claim expenses for the domestic partner under the health care flexible spending account. employees choosing to enroll their domestic partner in their benefits plan will not be eligible for pre-tax deductions for health and dental premiums.

10A: Under Iowa tax law, if your domestic partner does not qualify as a tax dependent, then the portion of the premiums the University pays for the coverage of the domestic partner will be included in the employee's gross income, subject to state income tax withholding and employment taxes, and will be reported on their Form W-2. Employees choosing to enroll their domestic partner in their benefits plan will not be eligible for pre-tax deductions for health and dental premiums.

11A: The university premium will be no different than any other family contract and will be dependent on the plan you select.

12A: Because you may be moving from single to family coverage to insure your domestic partner, you will have to contribute the employee premium for the family plan you selected.

13A: Yes, but you must complete an Affidavit of Termination of Domestic Partnership and submit all changes through Benefits Self-Service.

14A: Yes, but because a common law spouse is a legally recognized and binding relationship, you must be able to show proof of a divorce and you must complete the necessary life event request through Benefits Self-Service.